| In the context of the current slowdown in world economic growth and the divergence of major economic trends,the reform of state-owned "public welfare" enterprises has also shown the characteristics of knowledge and talent.Compared with foreign and private enterprises with flexible systems,state-owned enterprises are facing severe challenges in attracting and retaining talent.As a "public welfare state-owned enterprise",Company Z faced the huge market opportunities brought about by the "new normal" of economic development and environmental governance,and also experienced challenges in enterprise production and management.Based on the author’s actual experience in long-term work,with salary management as the starting point,through in-depth investigation and analysis of the problems encountered by Z company in salary management and the reasons for it,targeted solutions are proposed.The introduction of the article mainly introduces the research background and research significance of this article,especially under the background of economic development "new normal",the background of state-owned "public interest" enterprises to further deepen reform,the significance is unusual;then a review of domestic and foreign literature Draw the research content and research technology route.The second part is an introduction to the core concepts and theoretical foundations involved in the article,including the concepts of compensation and compensation management,as well as the relevant theories of compensation management.The third part is to analyze the current status of Z company’s salary management,including Z company’s profile and human resources status.In order to fully grasp Z company’s salary management status and employees’ attitudes to the salary management system and implementation,design a series of interviews and Questionnaire to investigate.Through the investigation,we can see that the current problems of the company’s salary management are mainly the low overall salary satisfaction,the salary cannot reflect the value of the position,and the unreasonable link between employee performance and salary.According to the analysis of the survey results,the article in the fourth part of the targeted optimization design.The fourth part of the optimization plan design is the focus and key of this research,mainly to determine the optimization principles and objectives of Z company’s salary management based on the previous research,aiming at the problems and causes of Z company’s salary management found in the previous research Proposed optimization countermeasures: first,establish a unified salary management organization,responsible for the overall planning and organization of Z company’s salary management;second,design the scientific salary structure,performance appraisal,and salary standards through the division of job sequences and job evaluation Adjustment,optimization of benefits and so on.In order to understand the effect of salary management optimization,the salary before and after adjustment is measured,and guarantee measures are provided to ensure the implementation of the optimization measures.The article concludes with a summary of this research and prospects for the next step,providing direction for the follow-up Z company’s salary management deepening reform and making guidelines for future research and study. |
